Organizational Behavior Perspective Research Articles

기업가적 리더십이 업무성과에 미치는 영향: 기회활용의 매개효과 및 진취적 풍토의 조절된 매개효과

Entrepreneurship and entrepreneurial orientation are important factors in organizational success and growth. Previous research on entrepreneurship has focused on organizational and strategic factors. However, there has been a lack of analysis on the efficacy of entrepreneurship, particularly on entrepreneurship from an organizational behavior perspective. Thus, this study examined the efficacy of entrepreneurial leadership at the individual level. We further analyzed the effects of entrepreneurial leadership on employee job performance. Specifically, this study tested the mediating effect of opportunity exploitation in the above relationship. In addition, we explored the moderating and moderated mediating effects of a proactive climate in those relationships. Based on survey data collected from 445 employees working for Korean firms, we tested direct, mediating, and moderating effects using hierarchical regression analysis. In addition, using the Hayes (2013) PROCESS macro, the moderated mediated effect of a proactive climate was analyzed. The results of the empirical analysis showed that entrepreneurial leadership was positively related to job performance. We also found that opportunity exploitation positively mediated the relationship between entrepreneurial leadership and job performance. While there was a positive moderating effect from a proactive climate on the relationship between opportunity exploitation and job performance, the moderated mediating role of the proactive climate was also proven. These findings highlight the pivotal role of entrepreneurial leadership in enhancing job performance. In particular, uncovering the mediating role of opportunity exploitation and the moderated mediating role of a proactive climate can provide theoretical and practical implications to managers who want to increase the positive impacts of entrepreneurial leadership in the organization.

Concept, Integration Model and Research Prospect of Ethical Leadership From the Perspective of Organizational Behavior

Concept, Integration Model and Research Prospect of Ethical Leadership From the Perspective of Organizational Behavior

Organizational behavior and human resource management perspectives on entrepreneurship: Lessons learned and new directions

AbstractThis special issue of Personnel Psychology is devoted to micro‐based research on entrepreneurship, an emerging field that heretofore has been highly influenced by scholars in economics, strategy, and sociology. A theme of this special issue is that to further advance research on entrepreneurship, we need to develop a greater understanding of the role of individuals and teams in entrepreneurial activity from an OB/HR perspective. Accordingly, the goals of our overview article are twofold. First, we summarize the articles in the special issue, which address a number of important micro topics, including HRM practices in the entrepreneurial firm, leadership, identity, teams, well‐being, diversity/equity/inclusion, and careers and hiring. These articles are based on a variety of research methods and data sources from multiple nations. Second, we identify additional important topics for OB/HR scholars who are interested in conducting research on entrepreneurship. They include a global perspective, the bright versus dark side of entrepreneurship, entrepreneurship and STEM workers, and genetic and biological determinants. We conclude with a consideration of methodological and research design issues.

Retraction: Relationship between employees' career maturity and career planning of edge computing and cloud collaboration from the perspective of organizational behavior.

Retraction: Relationship between employees' career maturity and career planning of edge computing and cloud collaboration from the perspective of organizational behavior.

Critical factors influencing the internet of things technology adoption behavior of construction companies: evidence from China

PurposeLimited use of Internet of Things (IoT) technology on construction sites has restricted its value in the construction industry. To propel its widespread application, this paper explores the influencing factors and action paths of construction companies' IoT technology adoption behavior.Design/methodology/approachFirst, literature research, technology adoption theories, and semi-structured expert interviews were employed to build the adoption model. Second, a questionnaire survey was conducted among Chinese construction contractors to collect empirical data. Third, the structural equation model method and regression analysis were used to test the adoption model. Finally, the findings were further validated with interviews, case studies, and field observations.FindingsExternal environmental pressure (EEP), perceived benefit (PB), top management support (TMS), company resource readiness (CRR), adoption intention (AI), and perceived compatibility (PCA) have a direct positive impact on adoption behavior (AB). In contrast, perceived cost (PC) and perceived complexity (PCL) exert a direct negative impact on AB. The EEP, PB, and PC are critical factors affecting AB, whereas AI is strongly affected by CRR and TMS. Besides, AI plays a part mediating role in the relationship between seven factors and AB. Company size and nature positively moderate AI's positive effect on AB.Originality/valueThis paper contributes to the knowledge of IoT technology adoption behavior in the construction sector by applying the technology adoption theories. Exploring the implementation barriers and drivers of IoT technology in construction sites from the perspective of organizational technology adoption behavior and introducing moderating variables to explain adoption behavior are innovations of this paper. The findings can help professionals better understand the IoT technology adoption barriers and enhance construction companies' adoption awareness, demand, and ability. This work also provides a reference for understanding the impact mechanism of the adoption behavior of other innovative technologies in construction.

A Bibliometric Review of Industry 4.0 from Organizational Behavior Perspective

Bu çalışma endüstri 4.0’la birlikte yaşanan dönüşümde örgütsel davranış konularının bu sürece ne kadar uyum sağladığını tespit etmek amacıyla yapılmıştır. Bu kapsamda akademik çalışmalarda endüstri 4.0 ile örgütsel davranış konularının birlikte çalışılma seviyeleri değerlendirilmiştir. Araştırma kapsamında endüstri 4.0’ın örgütsel davranış konularıyla beraber incelendiği çalışmalar Web of Science veri tabanından alınmıştır. Ulaşılan veriler WOSviewer 1.6.18 programı kullanılarak bibliyometrik analiz yapılmıştır. 02 Mayıs 2023 tarihi itibariyle Web of Science veri tabanında endüstri 4.0 ile ilgili 21422 çalışma tespit edilmiştir. Bu çalışmalardan sadece 546 tanesi (%2.5’i) yönetim alanında endüstri 4.0’ın örgütsel davranış konularıyla beraber incelendiği çalışmalar olarak tespit edilmiştir. Literatürde endüstri 4.0’ın çoğunlukla teknik konularla beraber çalışıldığı, örgütsel davranış konularının yani insan unsurunun ikinci planda kaldığı ve endüstri 4.0’ın gelişim hızıyla örgütsel davranış konularının çalışılma hızı arasında uyum olmadığı sonucuna ulaşılmıştır. Çalışma kapsamında gelecekte yapılacak çalışmalara endüstri 4.0 ile örgütsel davranış konularının birlikte daha fazla çalışılmasına yönelik tavsiyelerde bulunulmuştur.

Exploring the Bureaucracy of Student Union in College and University from the Perspective of Organizational Behavior

College student unions are autonomous organizations for self-management, service and education of college students, and they often face some bureaucratic problems in the process of practice. To a certain extent, college student unions are extremely similar to formal organizations of enterprises in terms of organizational structure, promotion mechanism, assessment mechanism and reward, which are important factors for the bureaucratization of college student unions. In order to break through the bureaucratization dilemma of student unions, this paper proposes corresponding solutions to grasp the essential contradictions of college student unions and guide them to be reasonably integrated into the university governance structure.

Nurse's Perspective of Organizational Citizenship Behavior during the COVID-19 Pandemic in Saudi Arabia

Context: Outbreaks of epidemics have destroyed civilizations throughout history, wiping out entire peoples. The rapidly evolving needs of patients during the pandemic have led to drastic changes in the organizations and delivery of services, which have placed enormous pressure on hospitals around the globe. One of the most studied phenomena is organizational performance, particularly organizational citizenship behavior (OCB).
 Aim: To assess the organizational citizenship behavior level from the nurses' perspective during the COVID-19 pandemic.
 Methods: In this quantitative cross-sectional descriptive study, a stratified random sample of 315 nurses was selected from two large governmental hospitals in Jeddah City, Saudi Arabia. Data were collected using two self-report questionnaires: Demographic information and an OCB questionnaire.
 Results: Nurses had an overall high level of OCB (3.86±0.35) and high mean scores for all dimensions. However, the highest weighted mean was for courtesy (4.13±0.54), with a mean percentage of 82.63%, while the lowest was for civic virtue (3.54±0.67), with a mean percentage of 70.86%. Furthermore, nurses' OCB levels differ significantly according to their nationalities (p=0.006) and years of experience (p=0.013).
 Conclusion: This study found that the nurses had a high level of OCB during the COVID-19 pandemic. Furthermore, this study shows that nurses' OCB levels differ according to their nationalities, years of experience, and the hospital. This study recommends assigning nurses with the expertise to formal administrative positions and responsibilities and allowing competent staff nurses to engage in educational programs.

Quiet quitting: relationship with other concepts and implications for tourism and hospitality

PurposeWhile quiet quitting is not an entirely new phenomenon, no published research has examined its relationship to existing concepts from a human resource management and organizational behavior perspective. Therefore, this study is a critical reflection that aims to demonstrate the relationship of quiet quitting with concepts researchers in tourism and hospitality have extensively used to study related phenomena.Design/methodology/approachGray literature was mobilized to capture the momentum of this new phenomenon, whereas scholarly research was reviewed to identify existing concepts associated with quiet quitting and suggest directions for theory-building and empirical research.FindingsIn its contemporary form, quiet quitting mostly resonates with younger employees, due to the drastic changes in workplaces following the COVID-19 pandemic. While quiet quitting closely resembles collective industrial action such as “work to rule” and “acting one’s wage,” it also has a psychological dimension, and can be understood through concepts such as work withdrawal, employee cynicism, and silence. Multiple theories and concepts are proposed to facilitate the conceptualization and operationalization of quiet quitting (e.g. organizational citizenship behavior, social exchange, psychological contract, organizational justice, conflict theory, equity theory, two-factor theory, job demands-resources and conservation of resources theories).Practical implicationsThis research provides practical suggestions to managers in tourism and hospitality to prevent the occurrence of quiet quitting in the first place, as well as effectively handling it once it occurs.Originality/valueStudies addressing quiet quitting are rare. This paper attempts to synthesize diverse concepts and theories associated with quiet quitting to understand its meaning, potential causes and to suggest avenues for future research.

The yin and yang of employee voice: an exploratory study

PurposeThis study examines the yin (promotive) and yang (prohibitive) of employee voice based on employee preference for voice channel attributes. Employee inputs may be disregarded, requiring employees to maneuver for unheeded voice and adopt alternate voice tactics. The authors emphasize the ubiquity of lurking employee silence and its affective effects on subsequent cycles of voice or silence.Design/methodology/approachQualitative design involving semi-structured interviews of employees from service sector firms in India assisted the inquiry.FindingsEmployees prefer voice channel attributes that ensure visibility and data substance for promotive voice and anonymity and confidentiality for prohibitive voice. Voice target switching and message reframing were common employee strategies. Silence on both sharing views/opinions (promotive) and voicing issues/concerns (prohibitive) weakens employee future voice incidents, besides suppressing the affect. Post-silence cognitive reappraisal increases voice incidences.Research limitations/implicationsFindings may have limited generalizability given the qualitative design of the study. Moving beyond extant episodic voice research, the authors demonstrate the recurrent nature of employee voice and silence. The study broadens perspectives on how varied voice types necessitate nuanced voice channel attributes.Originality/valuePresent work brings together organizational behavior (OB) perspective on discretionary voice through human resource (HR)-based channels, helping bridge the gap between previously disparate stands.

Giving Sense to Change Leadership: Towards a Narrative-Based Process Model

Introduction: Recent studies on change agency and organizational change failure have significantly broadened the organizational behavior perspective on individual change experiences, however, the underlying mechanism for change leaders’ influential behavior remains a relatively underspecified area.

Understanding performance measurement and management as a social system: towards a theoretical framework

PurposeThe conceptual foundations of performance measurement and management (PMM) are predominantly rooted in control systems research. However, the appropriateness of this paradigm for volatile and uncertain environments has been questioned. This paper explores whether grounding PMM in social systems theory and viewing uncertainty from an organisational behaviour perspective provides new insights into the PMM theory–practice gap.Design/methodology/approachA framework, rooted in social systems theory and practice theory, is created that describes how organisational behaviour shapes the social processes associated with organisational change. Semi-structured interviews of 35 people from 16 organisations coupled with thematic analysis are employed to identify the organisational behavioural characteristics that influence how PMM is executed in practice. PMM is then reconceptualised from the perspective of this social systems-based framework.FindingsThis investigation proposes (1) performance management is concerned with elements of PMM-related practices open to flexible interpretation by human agents that change the effectiveness of organisational practices, whereas performance measurement is concerned with elements of PMM-related practices not open to interpretation but deliberately reproduced to provide a consistent comparison with the past; (2) the purpose of PMM should be to achieve organisational effectiveness (OE) and (3) the mechanisms underlying performance management and performance measurement are social intervention and embeddedness, respectively.Originality/valueThis first social systems perspective of PMM advances the development of PMM's theoretical foundations by providing a behaviour-based interpretation of, and framework for, PMM-mediated organisational change. This competing approach has strong links to practice.

The Relationship between R&D Intensity, Network Relationships, and Innovation Performance – Taking High tech Enterprises in Zhejiang Province as an Example

This study aims to analyze the impact of government subsidies and intellectual property protection on corporate R&D investment from the perspective of the external innovation environment; second, based on the research paradigm of “structure-behavior-innovation performance” (SCP), from the perspective of organizational behavior, The research design is developed to study the relationship between certain network characteristics and innovation performance. However, these research paradigms may ignore the active role of innovation subjects in the construction of network relationships across organizational levels, network opportunities, and resource development and utilization. This thesis takes high-tech enterprises as the main body, opens the black box of the impact of R&D intensity on innovation performance, and emphasizes how R&D investment can improve the efficiency of R&D results transformation through the strengthening of network relationship (network centrality, network density). At the same time, it can attract more potential partners to actively seek cooperation, and continuously improve the core competitiveness and management capabilities of the enterprise. Firstly, the variables studied and related theories were sorted out through literature review, and the concept of consistency of innovation tendencies was initially defined. Afterwards, based on the analysis of typical cases, the theoretical model and research hypothesis of the influence of R&D intensity on innovation performance through network relationship under the regulation of consistency of innovation tendencies were proposed, and the mechanism of R&D intensity on innovation performance was deeply excavated.

Evaluating the impact of employees' perception of identity threat on knowledge sharing behavior during COVID-19: The mediation and moderation effect of social capital and reward system.

Quarantine policies introduced in the context of COVID-19 are affecting business operations and slowing down the flow rate of the overall economy. Different degrees and types of threats occur in both the living environment and the working environment during the epidemic prevention, which causes many additional uncertainties. The impact on employees is the identity threat from environment and organizations. This is different from the related research on the identification and impact of the threat before the occurrence of COVID-19. However, in the post-pandemic period, companies continue to strengthen important factors that can increase innovation and recovery, including the role of employee knowledge sharing. The organizational inequity and lack of organizational justice bring about the threat of internal identification in organizations. In order to ensure their own interests in organizations, employees may think twice when sharing knowledge. Therefore, this study explores the relationship among employees' identity threat, social capital and knowledge sharing behavior from the perspective of organizational behavior. In this study, a sample of high-tech employees was conducted, and a total of 434 questionnaires were obtained. The research results show that employees' perception of identity threat has a negative impact on knowledge sharing behavior and positively affects social capital; employees' social capital positively affects their knowledge sharing behaviors; and organizational reward system moderates the relationship between identity threat and knowledge sharing behavior. Based on the comprehensive research findings, this research proposes corresponding theoretical and practical implications.

A Review of the Research on the Mechanism of Strategic Leadership at the Organizational Level

In the more competitive business landscape brought about by the rapid development of globalization, strategic leadership has become the key to the long-term success of enterprise organizations, which has attracted extensive attention in the field of practice and research. It is not only now, but will always be an important and hot research field. In the development of social economy and the excellent enterprise, for enterprise leadership is crucial to the success of the strategy implementation, and strategic leadership as a combination of strategy and leadership functions, is more important, among them, we analyzed the strategic leadership performer refers to as an organization is responsible for determining the development direction and long-term development goals and promote the goals of top managers. Through the review and summary of relevant literature on strategic leadership, this paper discusses the effects of strategic leadership from different perspectives such as positive organizational behavior perspective and ambivalent learning theory, and actively introduces the theory of harmonious management to make up for the deficiencies of existing research on strategic leadership. Finally, the future research direction of strategic leadership is prospected, and my own views and suggestions are put forward, aiming to provide reference and guidance for the subsequent research.

Exploring Factors that Cause Rt Mart's High Rate of Employee Turnover from the Perspective of Organizational Behavior

The competition in the retailing industry in China is fierce. Retail players compete for the limited market share based on cheaper but higher quality goods and services. Rt-Mart is a leading retailer in China, with wide distribution networks based on its online and offline networks. Depending on its extensive distribution networks in China, Rt-Mart can achieve an effect of scale in reducing suppliers' bargaining power and cost in inbound and outbound logistics. Just the economy of scale is not enough for Rt-Mart. Rt-Mart also tries to minimize the labor cost, although it has benefited from the pandemic purchase during the COVID-19 in China. The decrease in labor cost meant a low wage and an opportunity of no pay for overtime work or overloads. As a result, a high employee turnover rate is ordinary throughout China's retailing industry. This article then identifies the factors that cause the high employee turnover rate from the organizational behavior perspective. Three factors are founded in this article, namely: the organizational culture, the leadership style, and the motivation at Rt-Mart. Rt-Mart's organizational culture is authoritarian, which is harmful to smooth and open communication between the management and employees. Its leadership style is transactional, which emphasizes results rather than the actual needs of followers. Furthermore, Maslow's Need Hierarchy theory poorly motivates employees in the lower levels. Therefore, to reduce the high employee turnover rate, this article recommends that Rt-Mart consider the following three tips: self-management team, developing transformational leadership, and cultivating an organization that embraces teamwork, respect, fairness, and recognition.

Islam in Human Resources Management and Organizational Behavior Discourses

The importance of religion in management studies is rising and is better appreciated nowadays. As one of the major acknowledged and one of the most misunderstood religions globally, Islam and all things related to Muslims in the workplace should also gain more attention from the management scholars to promote better understanding and mutual respect. This paper tries to answer the broad question of ‘what are the main themes of Islam in Human Resources Management (HRM) and Organizational Behavior (OB) discourses?’. The paper identifies three focal themes within the topic: current workplace circumstances for Muslims; Islamic religiosity from HRM and OB perspectives; and Islamic viewpoint of work. Through the narrative review approach, this paper establishes three contributions. The first contribution is to discuss the essential issues of Islam and Muslims in HRM and OB discourses. Second, this paper bridges the contemporary HRM-OB discourses and Islamic teachings. Third, this paper suggests possible discussion points for further advancement of Muslims in the workplace topic.

Giving Sense to Change Leadership: Towards a Narrative-Based Process Model

Recent studies on change agency and organizational change failure have significantly broadened the organizational behavior perspective on individual change experiences and related group dynamics. However, the underlying mechanism for change leaders’ influential behavior remains a relatively underspecified area. We examine the various strands of research in management concerned with change leadership and persuasive communication, and propose a multidisciplinary perspective from developmental psychology, linguistics and consumer psychology. This approach draws on key theoretical perspectives from social cognitive theory and commensurable interdisciplinary findings as the basis for a narrative-based process model of change leaders’ influential behavior. Our model includes propositions about the change leader’s interpretation of ideological change as well as the change leader’s process of sensemaking and sensegiving. We argue that the change leader’s persuasive communication efforts are based on the leader’s narrative intelligence and influence, which promote the change recipient’s attachment formation. We conclude by addressing the theoretical limitations of interdisciplinary perspectives and suggesting future directions for the importance of narrative research in change agency.

Exploring the Impact of Individual and Social Antecedents on Teachers' Teaching Innovation: Perspective of Goal-Oriented Behavior and Social Identity.

Many scholars have investigated education management. Scholars in the education field have made significant achievements in contributing to multiple educational reform policies, while other scholars discuss teacher-related issues from the perspective of organizational behavior. The teaching innovation of high school teachers plays a critical role in students’ learning attitude and motivation, especially in the context of the COVID-19 pandemic. Teachers need to utilize more diversified teaching methods to enable students to carry out effective learning. In order to examine teachers’ teaching innovation, this study explores teaching innovation intentions and performance from the perspective of individual and social factors in combination with goal-oriented behavior and social identity theory. This study conducts questionnaires with a sample of Chinese coastal high school teachers, and obtains a total of 475 responses. The research results show that innovation attitude, positive anticipated emotion, group norms and social identity positively affect teachers’ teaching innovation intention; furthermore, teachers’ teaching innovation intention also positively affects their teaching innovation performance. Based on the comprehensive research findings, this research proposes corresponding theoretical and practical implications.

Discussion on Hospital Office Management from the Perspective of Organizational Behavior

Discussion on Hospital Office Management from the Perspective of Organizational Behavior